As the Office of the Whistleblower Bill moves to a second reading, how should employers prepare for a shift in the regime? Francesca Titus explains.
Whistleblowing is a hot topic for government and regulatory agencies but is not on the radar of all businesses.
This year is set to see significant changes to the whistleblowing regime and the complexities and challenges facing companies of all sizes will grow.
Policymakers are investigating the ability to financially reward whistleblowers and the Office of the Whistleblower Bill is set to get its second reading.
Currently whistleblowing is the action someone takes to report wrongdoing at work that affects others and the report is in the public interest. Legally this is known as “making a disclosure in the public interest”.
Complaints that count as “qualifying disclosures” under whistleblowing laws include allegations of criminal offences such as fraud, health and safety breaches, environmental damage, breach of legal obligations and attempts to cover up wrongdoing.
By law, most people are protected if they make a protected disclosure and are afforded whistleblowing protection.
To be legally protected, the qualifying disclosure must be reported to an appropriate prescribed person or authority, at which point it becomes a “protected disclosure”.
There is a long list of prescribed people and bodies ranging from the Bank of England, HMRC and the Financial Conduct Authority, through to the Children’s...
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